MARCH 2021HR TECH OUTLOOK9· What tradeoffs will you need to consider in taking this on?· What resources will you need to be successful?· What concerns you about this project?· What does success look like for you as you lead this project?Effective questions are open-ended and framed with "what" and "how" to encourage responses that go beyond one-word. It is helpful to avoid "why" questions, which can put people on the defensive. Likewise, the dialogue must be inviting and convey warmth and empathy. This does not mean being "nice" but setting the stage for a candid yet compassionate conversation with the goal of achieving agreement and commitment. Awareness of your emotions and attitude will help you to identify negative thinking, biases, and hot buttons that can be barriers to effective coaching.Listening actively and without judgment will help advance the coaching conversation and ensure a fluid, rather than scripted, dialogue. Probing, with genuine curiosity, is part of listening, and it can be as simple as "I am curious about your approach, how might this work?" In addition, listening includes reflecting back what you are hearing and acknowledging another's perspective or underlying concern, including what might be behind the words, for example:· I am sensing some frustration in your voice, what is coming up for you about this? · I don't see the same level of work I saw a few months ago; what has changed?· Something seems to still be holding you back, what do you think that is?It is worth noting that many managers fall into the trap of asking: "What can I do to help you?" This, while an ice gesture, does not adequately transfer ownership to the team member and often keeps the monkey on the manager's back. Consider using the questions below which are more empowering.· What is one step you can take to move this forward?· What checkpoints will you establish to stay on track?· What resources will you need?· What can I do to support your plan?Even the performance review is an opportunity for open dialogue where powerful coaching questions can strengthen trust in the relationship.· What are you most proud of accomplishing?· What did you find most satisfying and rewarding about your work?· What did you find the least satisfying and rewarding about your work?· What kind of feedback would you like about your performance that you aren't currently receiving?· What are some new things you would like to learn in the next year?Using powerful questions in your coaching takes patience, practice, and self-reflection. Remember to keep questions succinct, make sure you are posing them as questions and not statements, ask one question at a time, demonstrate genuine curiosity, and wait for a response. Effective questions will equip your team member with more effective thinking and will always uncover more of what is possible. Debra HamiltonListening actively and without judgment will help advance the coaching conversation and ensure a fluid, rather than scripted, dialogue
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